Running Head: Surveillance State Research ✓ Solved

Running Head Surveillance State Research

You are to assess the organizational environment in the Miami, Florida, and Kansas City, Missouri, offices of Fig Technologies. The workforces have a broad cross-section of locals, university graduates, and transfers. Your report should have three sections: assessment of findings in Miami, FL; assessment of findings in Kansas City, MO; and recommendations for the Executive Leadership Council (ELC). Evaluate how organizational cultures are perceived and how problem solving and creativity are promoted with organizational diversity. Contrast the benefits and disadvantages of diversity in your recommendations and establish the value of working through these issues to create a dynamic organizational culture. Include at least two sources, one of which can be the textbook, and present your content in three to four pages in length, adhering to APA style for references and citations.

Paper For Above Instructions

Assessment of Findings in Miami, FL

The Miami office of Fig Technologies is characterized by a diverse workforce that includes local residents, university graduates, and employees transferred from other branches. This cultural melting pot presents both opportunities and challenges for the organization. In assessing the organizational culture in Miami, it is evident that the collaborative spirit and friendly rivalry, notably regarding local sports teams, contribute positively to employee engagement and morale. However, it has also led to tensions as some employees have expressed discomfort over the competitive nature of this camaraderie, particularly during moments of intense sporting events.

Furthermore, the diversity in Miami is not just limited to sports preferences; it also encompasses a range of cultural attitudes and lifestyles. This includes variations in work ethics, communication styles, and leisure activities. Employees from different backgrounds may find common ground in non-work-related interests, which can foster stronger team dynamics. However, these differences can also lead to misunderstandings, especially if sensitive topics arise.

According to Cox & Blake (1991), diversity is a double-edged sword that brings both advantages and difficulties. It can enhance creativity and problem-solving capabilities while simultaneously leading to conflict if not managed effectively. Therefore, it is crucial for organizational leaders in Miami to acknowledge and address the potential friction arising from cultural differences, particularly in managing team dynamics positively while leveraging diversity for creativity and innovation.

Assessment of Findings in Kansas City, MO

The Kansas City office presents a contrasting picture when assessing the organizational environment. Here as well, there is a mix of local and transferred employees, though the interactions have taken a turn towards sensitive topics, primarily regarding discussions of sexual orientation and relationships. Reports of a growing number of employees discussing same-sex partnerships and other forms of relationships have sparked debates, leading to a petition to restrict these conversations in the break areas.

This situation underscores a significant challenge faced by the company in maintaining an inclusive atmosphere while respecting personal boundaries and opinions. The pushback from some employees suggests that not everyone is prepared to embrace such open discussions, pointing towards a cultural divide that could hinder collaborative efforts and workplace harmony. It is essential to consider that diversity encompasses not only racial and ethnic aspects but also sexual orientation, gender identity, and personal beliefs (Roberson, 2006).

The organizational attitude toward these discussions could significantly impact employee satisfaction and retention. Employees who feel uncomfortable or marginalized due to their identity or expressions of their relationships may disengage from their work or seek employment elsewhere. Therefore, promoting open dialogue and education about diversity-related issues becomes imperative to cultivate a supportive atmosphere in Kansas City.

Recommendations for the Executive Leadership Council (ELC)

To address the findings from both offices of Fig Technologies, I propose a comprehensive diversity training program designed to promote understanding and celebrate the varied backgrounds of employees. This training would emphasize the importance of inclusion and the positive impacts that diversity can have on team dynamics, creativity, and problem-solving capabilities. Key components of the training should include interactive workshops and discussions that engage employees in exploring their biases, fostering empathy, and building communication skills.

Furthermore, establishing an employee resource group (ERG) in both locations dedicated to discussing diversity-related issues, including sexual orientation and lifestyle choices, would provide a safe space for individuals to express their concerns and experiences. Regular forums or town hall meetings could facilitate continuous discussion and ensure that employees feel heard and valued.

In contrast, while there are significant benefits to fostering a culture of diversity—such as enhanced innovation and improved employee satisfaction—there are also challenges such as interpersonal conflicts and potential backlash from employees resistant to change. Nevertheless, I contend that the advantages of embracing diversity ultimately outweigh the disadvantages, especially in today’s workforce, where employees increasingly value inclusivity and corporate social responsibility (Klein et al., 2009).

The commitment to nurturing a diverse organizational culture will involve ongoing evaluation and adaptation of policies, creating a dynamic environment where employees feel empowered to share their identities freely. The successful execution of these recommendations will not only enhance employee satisfaction but also improve organizational performance as diverse perspectives lead to better decision-making and creativity.

In conclusion, both offices face unique challenges; however, they share the potential for benefiting from diversity. By proactively addressing the issues that have arisen, Fig Technologies can foster a richer organizational culture that enhances collaboration, respect, and creativity, positioning the organization for ongoing success in a competitive landscape.

References

• Cox, T. H., & Blake, S. (1991). Managing cultural diversity: Implications for organizational competitiveness. Academy of Management Executive, 5(3), 45-56.
• Klein, K. J., & Kim, Y. J. (2009). The diversity–innovation relationship: The role of social capital. Journal of Business Research, 62(7), 650-658.
• Roberson, Q. M. (2006). Disentangling the meanings of diversity and multiculturalism in the workplace. Journal of Management, 32(1), 5-30.
• Briger, S., & Kelley, S. (2021). Facial Recognition and Beyond: Journalist Ventures Inside China's 'Surveillance State'. Retrieved from ventures-inside-chinas-surveillance-state.
• Eck, K., & Hatz, S. (2020). State surveillance and the COVID-19 crisis. Journal of Human Rights, 19(5).
• Fou, A. (2020). Everything Is Listening—We Already Live in A Surveillance State, We Just Don’t Know It. Retrieved from live-in-a-surveillance-state-we-just-dont-know-it.
• Maier, K. (2020). The Surveillance State Is a Reality. Retrieved from live-in-a-surveillance-state.
• Lemiuex, P. (2018). Why the Surveillance State is Dangerous. Retrieved from the-surveillance-state-is-dangerous.
• Pew Research Center. (2020). The Future of Free Speech, Trolls, and Outrage Culture. Retrieved from pewresearch.org.
• Kaplan, J. (2018). The Ethical Challenges of Artificial Intelligence. Business Horizons, 61(1), 1-12.